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基于工作快乐的组织自我管理动机的结构化多标准模型:与大流行相关的研究研究
Joanna Nieżurawska1, Radosław A Kycia2,3, Iveta Ludviga4
1Faculty of Finance and Management, WSB Merito University in Toruń, Toruń, Poland.
Scientific reports
|October 2, 2023
概括
本研究介绍了Hygge Star模型,以了解Z世代员工的动机,将工作场所的快乐与效率联系起来. 该模型在COVID-19大流行之前和期间保持一致.
科学领域:
- 组织心理学 组织心理学
- 人力资源管理 人力资源管理
- 社会经济学 社会经济学
背景情况:
- 员工的动机对于工作场所的效率至关重要.
- Z世代 (1995-2004年出生) 进入劳动力,需要更新的动机模型.
- COVID-19 疫情影响了工作场所的动态和员工的动机.
研究的目的:
- 提出组织自主管理激励的结构化多标准模型.
- 调查COVID-19大流行对Z世代员工激励的影响.
- 开发和验证一个新的工具,将员工动机与Hygge概念联系起来.
主要方法:
- 使用在线调查的量化方法.
- 从200名波兰Z世代员工中收集的数据,他们至少工作了6个月.
- 用于模型开发和验证的因素分析.
主要成果:
- 一个新的工具,Hygge Star模型,被开发和验证.
- 该模型有效地将员工的动机与Hygge概念的选定的领域联系起来.
- 在COVID-19大流行之前和期间,Hygge Star模型展示了一致的语义.
结论:
- 悦星模式为理解和增强Z世代员工动机提供了一个新的框架.
- 工作场所的幸福感,正如Hygge概念所概念化的那样,是自我管理动机的一个重要因素.
- 该模型在疫情前和疫情期间的稳定性凸显了它的稳定性.
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